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FINAL Hire Better Faster!
- 1. Hire Better Faster! The Art andScience of Talent Acquisition • Tools, Trends & Tips – Dave Orzolek • Matching Matters – Jorden Rosenberg • Defining Success – Terri Leone
- 2. Telephone Interview • I amhiring in your area, you are in Nobodyliveshere, South Dakota, correct? • Yes Ma’am, Just down the road from there. Nobodyliveshere
- 3. Telephone Interview •“Do you haveany retail experience?” •“I was just working in a store the other day.”
- 4. Telephone Interview • Job Requirements: •Lift 25 Lbs • Climb a Ladder • Stock Product on Shelf • Shouldn’t be a Problem George Q. Applicant 4/24/2015 Will Return to Work on: 6/24/2015 DuctTapeFixesEverything 4/22 Ongoing No Lifting for first 3 weeks
- 5. Telephone Interview • Do youhave Reliable Transportation to travel store to store? • Yes, Best there is….
- 6. Telephone Interview George Q. Somebody NowhereClose to Nobodyliveshere, SD I’m about to run out of minutes, so call my mom No Problem Birth Certificate
- 7. Hire Better Faster! The Art andScience of Talent Acquisition • Tools, Trends & Tips • Matching Matters • Defining Success
- 8. Big Problem, BigSolution? • Was George the “Perfect Fit”? • If you are going to compromise, make sure you know it • Ask the Right Questions • Clearly define a set of base questions that allow for objective comparison • Something Smells Fishy • Most “Problem” applicants want to tell why not to hire them, Let Them • Set the Expectation Immediately • Ensure all communications are conducted in a professional manner • In closing an interview, clearly outline the next steps in your onboarding process, and their role in it’s success Is something wrong here?
- 9. Planning Success forYour Brand • Clearly Establish the Driving Factor for the Recruitment Program • Quality, Quantity, Longevity, Experience, Availability, Etc. • Identify Your Ideal Applicant Qualifications • Who are you trying to hire? • Quantify the Limiting Parameters • What are the minimum prerequisites of this position? • Physical requirements, transportation, background check, certifications • Where is the position located? • Set local territory, a larger regional or a flexible traveling posting • When does the position start? • Ideal Hiring Window
- 10. Limiting Parameters Timing AreaPrerequisite • Timing • What is the Ideal Hiring Window? • Too Soon • Too Late • Ideal • 5 – 14 day Window • Area • Geographic • Service Category • Function Know Who You Need & When You Need Them
- 11. Mapping Today’s SourcingOptions Choosing the Super Highway, or the Road Less Traveled? • National Branded Solutions • Big Cost, Big Return • National Job Boards • Lower Cost, Less Exposure • Retail Targeted Job Sites • Limited audience, higher % of Matches • Job Posting Services (Aggregators) • Less Cost, Limited Control and Visibility
- 12. Web Based CategoryOverview *Branded Solutions * Job Boards * Targeted Sites * Aggregators • Career Builder • Monster • Linked In • Hot Jobs • Job Diagnosis • Beyond • Snag a Job • Craig’s List • My Job Helper • Jobs.net • Jobs Galore • Groove Job • Job Monkey • Employment Guide • WARES • Work In Retail • All Retail Jobs • Retail Jobs Web • Retail Crossing • Retail Gigs • I hire Retail • Zip Recruiter • Broad Bean • Oodle • Indeed • Simply Hired • Career Jet • Glass Door
- 13. Embrace Creative Solutions ProactivelyLocate & Engage Your Challenges Your Position is Someone’s Glass Slipper • Compare Historical Data to Match Limiting Parameters to Past Initiatives • Develop a Talent Pipeline • Maintain a Passive Sourcing Strategy in areas that have presented difficulties previously • Confront Known Challenges Early • When standard practices show little success, embrace alternative perspectives, • Never underestimate the power of a local resource • Identify New Limitations to Your Team • Geographic, Demographic, Physical or Other • Research Industry Recommendations for Targeting these • Contact local Non-Profit and Volunteer organizations for market specific insights
- 14. Failure vs. TheCost of Success Weigh Expenditure of Resources Against the Reality of Your Situation • Is the Expense Justified? • Pick Your “Pinch Test” • Outsourced Recruitment Firms • Local or Specialty Staffing Agency • If it Costs More to do it Yourself, Know Why • Is this a one time project in an area outside normal operations? • Are you Building a New Talent Pool to Drive Brand Penetration • Avoid Reactive Recruitment • Questionable Staffing Choices Risk Your Reputation • Most Clients value
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- 16. Matching for the JobSeeker
- 17. Matching for theRecruiter
- 18. Matching for theJob Seeker The More Skills And Certifications You Add the More Accurate the Matching Data
- 19. Results for theJob Seeker
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- 21. Let’s focus onsuccess and continuous improvement: Define Success Vison, Mission, Strategy, Objectives Effective Sourcing: #total applicants from each source #total qualified (ranked high) from each source #total hired, #total retained- Review costs and grow channels Time to fill: Posting date * # of days to hire/Recruiter workload Effective Recruiter screening: #total applicants screened in time period, #total hires, #total retained Cost per hire: Part-time, salaried roles separately. Advertising and Recruitment costs, as well as your organizational fixed costs split by # of openings and hires completed.
- 22. Let’s focus onsuccess and continuous improvement: Shared values Quality, are you making the right hires? Turnover: Who left- Separations/Total employed in a time period. Retention: Who stayed in a time period (Industry 80-85% Y) Tenure: How long did they stay, average # years on job – Why? Consistent Recruiter training and collaboration Refer to industry benchmarks, create your own internal benchmarks Continuously Improve by: Removing obstacles, ask for and listen to Recruiter, Manager, experienced employee in the role plus New Hire feedback adapt system. Offer steady encouragement to all involved.
- 23. Let’s focus onsuccess and continuous improvement: Plan + Structured interviews + Shared Values= SUCCESS Successful strategies in Recruitment: Opportunities/wish list in Recruitment:
- 24. Recruiting at theSpeed of Retail Plan + Structured interviews + Shared Values= SUCCESS